Process for Supervisory Pay Differential Clause Samples

Process for Supervisory Pay Differential. A supervisor may apply in writing, through the Department Head, to the Personnel Director for consideration of a pay class stipend if a subordinate job classification is at a salary range higher than the supervisor’s job classification. Such stipends will be granted in half percent (1/2 %) increments. When applied, the effect of this stipend will be that the supervisor’s salary range will be five percent (5%) above the subordinate’s salary range (based on F step comparisons including subordinates pay stipends, if appropriate). The pay stipend will be processed as a salary footnote on a Personnel Action Form. The Personnel Director will review the stipend periodically for continued appropriateness or when job classifications are changed due to reclass, MOU salary and benefit changes, or other such changes. The decision of the Personnel Director to grant or not grant a pay stipend is final unless the employee’s Department Head appeals to the CEO. The findings of the CEO are final. This process is not subject to the grievance process.
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Process for Supervisory Pay Differential. A supervisor may apply in writing, through the Department Head, to the Personnel Director for consideration of a pay class stipend if a subordinate classification is at a salary range higher than the supervisor=s classification. Such stipends will be granted in 2 percent increments. When applied, the effect of this stipend will be that the supervisor’s salary range will be 5% above the subordinate’s salary range (based on F step comparisons including subordinates pay stipends, if appropriate). The pay stipend will be processed as a salary footnote on a Personnel Action Form. The Personnel Director will review the stipend periodically for continued appropriateness or when classifications are changed due to reclass, MOU salary and benefit changes, or other such changes. The decision of the Personnel Director to grant or not grant a pay stipend is final unless the
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Related to Process for Supervisory Pay Differential

  • Supervisory Differential Adjustment The Appointing Officer shall adjust the compensation of a supervisory employee whose compensation grade is set herein subject to the following conditions:

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Shift Differential A. Shift differential will be $.60 cents per hour. B. Employees eligible for shift differential are those whose work shift begins before 6:00 a.m. or ends on or after 7:00 p.m. and are scheduled by their supervisor for a total shift of at least six (6) hours in duration. This shift differential shall not apply to those employees who have requested and have been granted flexible work scheduling.

  • Night Shift Differential Unit 12 employees who regularly work shifts shall receive a night shift differential as set forth below: A. Employees shall qualify for the first night shift pay differential of forty (40) cents per hour where four (4) or more hours of the regularly scheduled work shift falls between 6 p.m. and 12 midnight. B. Employees shall qualify for the second night shift pay differential of fifty (50) cents per hour where four (4) or more hours of the regularly scheduled work shift fall between 12 midnight and 6 a.m. C. A "regularly scheduled work shift" are those regularly assigned work hours established by the department director or designee.

  • Interconnection Customer Compensation If the CAISO requests or directs the Interconnection Customer to provide a service pursuant to Articles 9.6.3 (Payment for Reactive Power) or 13.5.1 of this LGIA, the CAISO shall compensate the Interconnection Customer in accordance with the CAISO Tariff.